Discipline Leads To Success Quotes

Success is nothing more than a few simple disciplines, practiced every day; while failure is simply a few errors in judgment, repeated every day. It is the accumulative weight of our disciplines and our judgments that leads us to either fortune or failure.

Once you bid farewell to discipline you say goodbye to success

To quote the exceptional teacher Marva Collins, "I will is more important than IQ." It is wonderful to have a terrific mind, but it's been my experience that having outstanding intelligence is a very small part of the total package that leads to success and happiness. Discipline, hard work, perserverance, and generosity of spirit are, in the final analysis, far more important.

Each of us has two distinct choices to make about what we will do with our lives. The first choice we can make is to be less than we have the capacity to be. To earn less. To have less. To read less and think less. To try less and discipline ourselves less. These are the choices that lead to an empty life. These are the choices that, once made, lead to a life of constant apprehension instead of a life of wondrous anticipation And the second choice? To do it all! To become all that we can possibly be. To read every book that we possibly can. To earn as much as we possibly can. To give and share as much as we possibly can. To strive and produce and accomplish as much as we possibly can.

learn the art of patience. Apply discipline to your thoughts when they become anxious over the outcome of a goal. Impatience breeds anxiety, fear, discouragement and failure. Patience creates confidence, deciseeness, and a rational outlook, which eventually leads to success.

There is no shortcut for hard work that leads to effectiveness. You must stay disciplined because most of the work is behind the scenes.

In life, the question is not if you will have problems, but how you are going to deal with your problems. If the possibility of failure were erased, what would you attempt to achieve? The essence of man is imperfection. Know that you're going to make mistakes. The fellow who never makes a mistake takes his orders from one who does. Wake up and realize this: Failure is simply a price we pay to achieve success. Achievers are given multiple reasons to believe they are failures. But in spite of that, they persevere. The average for entrepreneurs is 3.8 failures before they finally make it in business. When achievers fail, they see it as a momentary event, not a lifelong epidemic. Procrastination is too high a price to pay for fear of failure. To conquer fear, you have to feel the fear and take action anyway. Forget motivation. Just do it. Act your way into feeling, not wait for positive emotions to carry you forward. Recognize that you will spend much of your life making mistakes. If you can take action and keep making mistakes, you gain experience. Life is playing a poor hand well. The greatest battle you wage against failure occurs on the inside, not the outside. Why worry about things you can't control when you can keep yourself busy controlling the things that depend on you? Handicaps can only disable us if we let them. If you are continually experiencing trouble or facing obstacles, then you should check to make sure that you are not the problem. Be more concerned with what you can give rather than what you can get because giving truly is the highest level of living. Embrace adversity and make failure a regular part of your life. If you're not failing, you're probably not really moving forward. Everything in life brings risk. It's true that you risk failure if you try something bold because you might miss it. But you also risk failure if you stand still and don't try anything new. The less you venture out, the greater your risk of failure. Ironically the more you risk failure — and actually fail — the greater your chances of success. If you are succeeding in everything you do, then you're probably not pushing yourself hard enough. And that means you're not taking enough risks. You risk because you have something of value you want to achieve. The more you do, the more you fail. The more you fail, the more you learn. The more you learn, the better you get. Determining what went wrong in a situation has value. But taking that analysis another step and figuring out how to use it to your benefit is the real difference maker when it comes to failing forward. Don't let your learning lead to knowledge; let your learning lead to action. The last time you failed, did you stop trying because you failed, or did you fail because you stopped trying? Commitment makes you capable of failing forward until you reach your goals. Cutting corners is really a sign of impatience and poor self-discipline. Successful people have learned to do what does not come naturally. Nothing worth achieving comes easily. The only way to fail forward and achieve your dreams is to cultivate tenacity and persistence. Never say die. Never be satisfied. Be stubborn. Be persistent. Integrity is a must. Anything worth having is worth striving for with all your might. If we look long enough for what we want in life we are almost sure to find it. Success is in the journey, the continual process. And no matter how hard you work, you will not create the perfect plan or execute it without error. You will never get to the point that you no longer make mistakes, that you no longer fail. The next time you find yourself envying what successful people have achieved, recognize that they have probably gone through many negative experiences that you cannot see on the surface. Fail early, fail often, but always fail forward.

The people who are successful decide they are going to be successful. They make that choice. And they make other choices. They decide to study hard. They decide to work hard. They decide to be the first person to get to work and the last to go home. They decide they are going to take on the hard jobs. Take on the challenges. They decide they are going to lead when no one else will.

More often than not, the secret of success lies in the very basic the very small wins. The small, consistent and disciplined steps lead to big successes.

Onde you bid farewell to discipline you day goodbye to success

Remember: success does not lead to happiness—it’s the other way around.

Success = Wisdom + Courage + Discipline. KNOW what to do, be BRAVE enough to do it, and LEAD YOURSELF to doing it again and again.

In all these assaults on the senses there is a great wisdom — not only about the addictiveness of pleasures but about their ephemerality. The essence of addiction, after all, is that pleasure tends to desperate and leave the mind agitated, hungry for more. The idea that just one more dollar, one more dalliance, one more rung on the ladder will leave us feeling sated reflects a misunderstanding about human nature — a misunderstanding, moreover, that is built into human nature; we are designed to feel that the next great goal will bring bliss, and the bliss is designed to evaporate shortly after we get there. Natural selection has a malicious sense of humor; it leads us along with a series of promises and then keeps saying ‘Just kidding.’ As the Bible puts it, ‘All the labour of man is for his mouth, and yet the appetite is not filled.’ Remarkably, we go our whole lives without ever really catching on. The advice of the sages — that we refuse to play this game — is nothing less than an incitement to mutiny, to rebel against our creator. Sensual pleasures are the whip natural selection uses to control us to keep us in the thrall of its warped value system. To cultivate some indifference to them is one plausible route to liberation. While few of us can claim to have traveled far on this route, the proliferation of this scriptural advice suggests it has been followed some distance with some success.

An army of disciplined sheep is greater than an army of undisciplined wolves.

I placed discipline above all else and it might have cost us several titles. If I had to repeat things, I’d do precisely the same, because once you bid farewell to discipline you say goodbye to success and set the stage for anarchy.

13.  He wins his battles by making no mistakes. [Ch’en Hao says: “He plans no superfluous marches, he devises no futile attacks.” The connection of ideas is thus explained by Chang Yu: “One who seeks to conquer by sheer strength, clever though he may be at winning pitched battles, is also liable on occasion to be vanquished; whereas he who can look into the future and discern conditions that are not yet manifest, will never make a blunder and therefore invariably win.”] Making no mistakes is what establishes the certainty of victory, for it means conquering an enemy that is already defeated. 14.  Hence the skillful fighter puts himself into a position which makes defeat impossible, and does not miss the moment for defeating the enemy. [A “counsel of perfection” as Tu Mu truly observes. “Position” need not be confined to the actual ground occupied by the troops. It includes all the arrangements and preparations which a wise general will make to increase the safety of his army.] 15.  Thus it is that in war the victorious strategist only seeks battle after the victory has been won, whereas he who is destined to defeat first fights and afterwards looks for victory. [Ho Shih thus expounds the paradox: “In warfare, first lay plans which will ensure victory, and then lead your army to battle; if you will not begin with stratagem but rely on brute strength alone, victory will no longer be assured.”] 16.  The consummate leader cultivates the moral law, and strictly adheres to method and discipline; thus it is in his power to control success. 17.  In respect of military method, we have, firstly, Measurement; secondly, Estimation of quantity; thirdly, Calculation; fourthly, Balancing of chances; fifthly, Victory. 18.  Measurement owes its existence to Earth; Estimation of quantity to Measurement; Calculation to Estimation of quantity; Balancing of chances to Calculation; and Victory to Balancing of chances. [It is not easy to distinguish the four terms very clearly in the Chinese. The

The new type of capitalists - the industrial leader - develops new talents with his new function in economic life and, above all, a new discipline and evaluation of labour. He allows commercial interests to recede to a certain extent and concentrates on the internal organization of his factory. The principle of expediency, methodical planning and calculability, which had become very important in the economy in the leading countries since the fifteenth century, now becomes all-powerful. The employer disciplines himself just as ruthless as he does his workmen and employees, and becomes just as much the slave of his concern as his staff. The raising of labour to the level of the ethical force, its glorification and adoration, is fundamentally nothing but the ideological transfiguration of the striving for success and profit and an attempt to stimulate even those elements who share least in the fruits of their labour into enthusiastic co-operation. The idea of freedom is part of the same ideology.

Strategy Lessons • Not every innovation idea has to be a blockbuster. Sufficient numbers of small or incremental innovations can lead to big profits. • Don’t just focus on new product development: Transformative ideas can come from any function—for instance, marketing, production, finance, or distribution. • Successful innovators use an “innovation pyramid,” with several big bets at the top that get most of the investment; a portfolio of promising midrange ideas in test stage; and a broad base of early stage ideas or incremental innovations. Ideas and influence can flow up or down the pyramid.

Mental toughness is the ability to focus on and execute solutions, especially in the face of adversity. Greatness rarely happens on accident. If you want to achieve excellence, you will have to act like you really want it. How? Quite simply: by dedicating time and energy into consistently doing what needs to be done. Excuses are the antithesis of accountability. Important decisions aren’t supposed to be easy, but don’t let that stop you from making them. When it comes to decisions, decide to always decide. The second we stop growing, we start dying. Stagnation easily morphs into laziness, and once a person stops trying to grow and improve, he or she is nothing more than mediocre. Develop the no-excuse mentality. Do not let anything interrupt those tasks that are most critical for growth in the important areas of your life. Find a way, no matter what, to prioritize your daily process goals, even when you have a viable excuse to justify not doing it. “If you don’t evaluate yourself, how in the heck are you ever going to know what you are doing well and what you need to improve? Those who are most successful evaluate themselves daily. Daily evaluation is the key to daily success, and daily success is the key to success in life. If you want to achieve greatness, push yourself to the limits of your potential by continuously looking for improvements. Within 60 seconds, replace all problem-focused thought with solution-focused thinking. When people focus on problems, their problems actually grow and reproduce. When you train your mind to focus on solutions, guess what expands? Talking about your problems will lead to more problems, not to solutions. If you want solutions, start thinking and talking about your solutions. Believe that every problem, no matter how large, has at the very least a +1 solution, you will find it easier to stay on the solution side of the chalkboard. When you set your mind to do something, find a way to get it done…no matter what! If you come up short on your discipline, keep fighting, kicking, and scratching to improve. Find the nearest mirror and look yourself in the eye while you tell yourself, “There is no excuse, and this will not happen again.” Get outside help if needed, but never, ever give up on being disciplined. Greatness will not magically appear in your life without significant accountability, focus, and optimism on your part. Are you ready to commit fully to turning your potential into a leadership performance that will propel you to greatness. Mental toughness is understanding that the only true obstacles in life are self-imposed. You always have the choice to stay down or rise above. In truth, the only real obstacles to your ultimate success will come from within yourself and fall into one of the following three categories: apathy, laziness and fear. Laziness breeds more laziness. When you start the day by sleeping past the alarm or cutting corners in the morning, you’re more likely to continue that slothful attitude later in the day.

Most Western managers believe that long-term success flows from a state of stability, harmony, predictability, discipline, and consensus-a state that I refer to as stable equilibrium. This belief leads them to demand general prescriptions that they can immediately convert into successful action. The most popular prescriptions are to formulate a vision of an organization's future state, to prepare long-term plans to realize that vision, to set strategic milestones and monitor achievements against those plans, to write mission statements and persuade people to share the same culture, to encourage widespread participation and consensus in decision making, and to install control systems that allow top executives to set the organization's direction and stay in command.

Keeping a new church outwardly focused from the beginning is much easier than trying to refocus an inwardly concerned church. In order to plant a successful church, you have to know that you know that you are undeniably called by God. The call to start a new church plant is not the same as the call to serve in an existing church or work in a ministry-related organization. You may be the greatest preacher this side of Billy Graham but still not be called to start a church. If you think you may have allowed an improper reason, voice or emotion to lead you to the idea of starting a new church, back away now. Spend some more time with God. You don’t want to move forward on a hunch or because you feel “pretty sure” that you should be planting a church. You have to be completely certain. “You’re afraid? So what. Everybody’s afraid. Fear is the common ground of humanity. The question you must wrestle to the ground is, ‘Will I allow my fear to bind me to mediocrity?’” When you think of a people group that you might be called to reach, does your heart break for them? If so, you may want to consider whether God is specifically calling you to reach that group for His kingdom. Is your calling clear? Has your calling been confirmed by others? Are you humbled by the call? Have you acted on your call? Do you know for certain that God has called you to start a new church? Nail it down. When exactly were you called? What were the circumstances surrounding your call? How did it match up with the sources of proper calling? Do you recognize the four specific calls in your calling? How? How does your call measure up to biblical characteristics? What is the emerging vision that God is giving you with this call? As your dependence on God grows, so will your church. One of the most common mistakes that enthusiastic and well-meaning church starters make is to move to a new location and start trying to reach people without thinking through even a short-term strategy. Don’t begin until you count the cost. why would you even consider starting a church (the only institution Jesus left behind and the only one that will last forever) without first developing a God-infused, specific, winning strategy? There are two types of pain: the pain of front-end discipline and the pain of back-end regret. With the question of strategy development, you get to choose which pain you’d rather live with. Basically, a purpose, mission and vision statement provides guiding principles that describe what God has called you to do (mission), how you will do it (purpose) and what it will look like when you get it done (vision). Keep your statement simple. Be as precise as possible. Core values are the filter through which you fulfill your strategy. These are important, because your entire strategy will be created and implemented in such a way as to bring your core values to life. Your strategic aim will serve as the beacon that guides the rest of your strategy. It is the initial purpose for which you are writing your strategy. He will not send more people to you than you are ready to receive. So what can you do? The same thing Dr. Graham does. Prepare in a way that enables God to open the floodgates into your church. If you are truly ready, He will send people your way. If you do the work we’ve described in this chapter, you’ll be able to build your new church on a strong base of God-breathed preparation. You’ll know where you are, where you’re going and how you are going to get there. You’ll be standing in the rain with a huge bucket, ready to take in the deluge. However, if you don’t think through your strategy, write it down and then implement it, you’ll be like the man who stands in the rainstorm with a Dixie cup. You’ll be completely unprepared to capture what God is pouring out. The choice is yours!

Whereas Jesus demanded of the Jews the rejection of the tribalist Jahweh whom they identified with Israel, the race, the community the political state as object of worship and desire, the Sufis, born in an atmosphere of pure monotheism, demanded what Jesus of the first century A.D. would demand if he were to relive his early life again in present-day monotheistic Christendom. This does not mean that Jesus did not demand, like the Sufis, the cleansing of the soul from the personal deities it may worship besides God, but it does mean that the main weight of his teaching centered around the Jewish preoccupation with the tribe as God." "The object and deal of Sufism is, therefore, identically the same as that of the radical self-transformation of Jesus. Both aimed at the state of consciousness in which God is the sole subject, the sole determiner and the sole object of love and devotion. The tradition of both later influenced each other and succeeded in developing the same kind of preparatory disciplines leading towards the end. Finally, both referred to the final end of these processes as 'oneness' and their reference was in each case exposed to the same dangers of misunderstanding, indeed to the same misunderstanding. The oneness of Jesus was misunderstood as unity and fusion of being, and thus gave rise to the greatest materialization of an essentially spiritual union history has ever seen. The oneness of the highest Sufi state was likewise misunderstood and gave rise to the worst crime perpetrated on account of a supremely conscious misunderstanding...The destinies of the two misunderstandings, however, were far apart. The Christian misunderstanding came to dominate the Christendom; the Muslim misunderstanding performed its bloody deed and sank away in front of the Sufi tide which overwhelmed the Muslim world. The success of Sufism in Islam was therefore the success of the Jesus' ethic, but devoid of the theological superstructures which this Christian misunderstanding had constructed concerning the oneness of Christ with God, or of men with Christ. In the Middle Ages, the intellectual disciples of Jesus were the sufis of Islam, rather than the theologians of the Council or Pope-monarchs of Christendom.

Picture a group where people express their views vigorously and passionately, even arguing with one another. If the group performs well, participants might reasonably look back and say that open and forthright expressions of opinion were a key reason for success. They’ll say: We were honest, we didn’t hold back—and that’s why we did so well! We had a good process! But what if the group’s performance turned out to be poor? Now people might recall things differently. We argued and fought. We were dysfunctional. Next time we should follow a respectful and disciplined process. But now imagine a group where people are calm, polite, and respectful of one another. They speak quietly and in turn. If the group does well, participants might look back and credit their courteous and cooperative nature. We respected one another. We didn’t fight. We had a good process! But if the same group’s performance was poor, people might say: We were too polite. We censored ourselves. Next time, we should be more direct and open, not so concerned about one another’s feelings. The fact is, a wide variety of behaviors can lead to good decisions. There’s no precise way to engineer an “optimal” discussion process. We may try to avoid extremes, sure, but between those extremes is a wide range of behavior that might be conducive to success. And because we really don’t know what makes an optimal decision process, we tend to make attributions based on other things that are relevant and seemingly objective—namely, what we’re told about performance outcomes.

The same effort to conserve force was also evident in war, at the tactical level. The ideal Roman general was not a figure in the heroic style, leading his troops in a reckless charge to victory or death. He would rather advance in a slow and carefully prepared march, building supply roads behind him and fortified camps each night in order to avoid the unpredictable risks of rapid maneuver. He preferred to let the enemy retreat into fortified positions rather than accept the inevitable losses of open warfare, and he would wait to starve out the enemy in a prolonged siege rather than suffer great casualties in taking the fortifications by storm. Overcoming the spirit of a culture still infused with Greek martial ideals (that most reckless of men, Alexander the Great, was actually an object of worship in many Roman households), the great generals of Rome were noted for their extreme caution. It is precisely this aspect of Roman tactics (in addition to the heavy reliance on combat engineering) that explains the relentless quality of Roman armies on the move, as well as their peculiar resilience in adversity: the Romans won their victories slowly, but they were very hard to defeat. Just as the Romans had apparently no need of a Clausewitz to subject their military energies to the discipline of political goals, it seems that they had no need of modern analytical techniques either. Innocent of the science of systems analysis, the Romans nevertheless designed and built large and complex security systems that successfully integrated troop deployments, fixed defenses, road networks, and signaling links in a coherent whole.

Entrenched myth: Successful leaders in a turbulent world are bold, risk-seeking visionaries. Contrary finding: The best leaders we studied did not have a visionary ability to predict the future. They observed what worked, figured out why it worked, and built upon proven foundations. They were not more risk taking, more bold, more visionary, and more creative than the comparisons. They were more disciplined, more empirical, and more paranoid. Entrenched myth: Innovation distinguishes 10X companies in a fast-moving, uncertain, and chaotic world. Contrary finding: To our surprise, no. Yes, the 10X cases innovated, a lot. But the evidence does not support the premise that 10X companies will necessarily be more innovative than their less successful comparisons; and in some surprise cases, the 10X cases were less innovative. Innovation by itself turns out not to be the trump card we expected; more important is the ability to scale innovation, to blend creativity with discipline. Entrenched myth: A threat-filled world favors the speedy; you’re either the quick or the dead. Contrary finding: The idea that leading in a “fast world” always requires “fast decisions” and “fast action”—and that we should embrace an overall ethos of “Fast! Fast! Fast!”—is a good way to get killed. 10X leaders figure out when to go fast, and when not to. Entrenched myth: Radical change on the outside requires radical change on the inside. Contrary finding: The 10X cases changed less in reaction to their changing world than the comparison cases. Just because your environment is rocked by dramatic change does not mean that you should inflict radical change upon yourself. Entrenched myth: Great enterprises with 10X success have a lot more good luck. Contrary finding: The 10X companies did not generally have more luck than the comparisons. Both sets had luck—lots of luck, both good and bad—in comparable amounts. The critical question is not whether you’ll have luck, but what you do with the luck that you get.

I believe that social media, and the internet as a whole, have negatively impacted our ability to both think long-term and to focus deeply on the task in front of us. It is no surprise, therefore, that Apple CEO, Steve Jobs, prohibited his children from using phones or tablets—even though his business was to sell millions of them to his customers! The billionaire investor and former senior executive at Facebook, Chamath Palihapitiya, argues that we must rewire our brain to focus on the long term, which starts by removing social media apps from our phones. In his words, such apps, “wire your brain for super-fast feedback.” By receiving constant feedback, whether through likes, comments, or immediate replies to our messages, we condition ourselves to expect fast results with everything we do. And this feeling is certainly reinforced through ads for schemes to help us “get rich quick”, and through cognitive biases (i.e., we only hear about the richest and most successful YouTubers, not about the ones who fail). As we demand more and more stimulation, our focus is increasingly geared toward the short term and our vision of reality becomes distorted. This leads us to adopt inaccurate mental models such as: Success should come quickly and easily, or I don’t need to work hard to lose weight or make money. Ultimately, this erroneous concept distorts our vision of reality and our perception of time. We can feel jealous of people who seem to have achieved overnight success. We can even resent popular YouTubers. Even worse, we feel inadequate. It can lead us to think we are just not good enough, smart enough, or disciplined enough. Therefore, we feel the need to compensate by hustling harder. We have to hurry before we miss the opportunity. We have to find the secret that will help us become successful. And, in this frenetic race, we forget one of the most important values of all: patience. No, watching motivational videos all day long won’t help you reach your goals. But, performing daily consistent actions, sustained over a long period of time will. Staying calm and focusing on the one task in front of you every day will. The point is, to achieve long-term goals in your personal or professional life, you must regain control of your attention and rewire your brain to focus on the long term. To do so, you should start by staying away from highly stimulating activities.

An interesting question these psychologists tend not to ask is why the muscle metaphor is apt. In other words, why is it that early successes at self-discipline lead to more successes, whereas early lapses lead to more lapses? If self-discipline is really good for the organism, you wouldn’t expect natural selection to make it so easy for a few early lapses to destroy self-discipline. Yet there’s no denying that a few injections of heroin can be the end of a productive life. Why?

There are two virtues of describing the self-control problem this way—as a module getting stronger and stronger rather than as some all-purpose muscle called “self-discipline” getting weaker and weaker. First, this perspective helps explain why the problem would be so treacherous in the first place. It’s hard to imagine why natural selection would design a “muscle” called “self-discipline” in such a way that a few early failures lead to enduring impotence. But it’s easy to imagine why natural selection would design modules that get stronger with repeated success and why natural selection would use, as its working definition of success, gratification in one sense or another. A New Approach The second virtue of conceiving the problem of self-discipline in modular terms is that it can suggest new ways of addressing the problem. There’s a difference between thinking of the goal as strengthening the self-discipline muscle and thinking of the goal as weakening a module that has grown dominant.

11 — I have explained where Wagner belongs—not in the history of music. What does he signify nevertheless in that history? The emergence of the actor in music: a capital event that invites thought, perhaps also fear. In a formula: "Wagner and Liszt."— Never yet has the integrity of musicians, their "authenticity," been put to the test so dangerously. One can grasp it with one's very hands: great success, success with the masses no longer sides with those who are authentic,—one has to be an actor to achieve that!— Victor Hugo and Richard Wagner—they both prove one and the same thing: that in declining civilizations, wherever the mob is allowed to decide, genuineness becomes superfluous, prejudicial, unfavorable. The actor, alone, can still kindle great enthusiasm.— And thus it is his golden age which is now dawning—his and that of all those who are in any way related to him. With drums and fifes, Wagner marches at the head of all artists in declamation, in display and virtuosity. He began by convincing the conductors of orchestras, the scene-shifters and stage-singers, not to forget the orchestra:—he "redeemed" them from monotony .... The movement that Wagner created has spread even to the land of knowledge: whole sciences pertaining to music are rising slowly, out of centuries of scholasticism. As an example of what I mean, let me point more particularly to Riemann's [Hugo Riemann (1849-1919): music theoretician] services to rhythmic; he was the first who called attention to the leading idea in punctuation—even for music (unfortunately he did so with a bad word; he called it "phrasing"). All these people, and I say it with gratitude, are the best, the most respectable among Wagner's admirers—they have a perfect right to honor Wagner. The same instinct unites them with one another; in him they recognize their highest type, and since he has inflamed them with his own ardor they feel themselves transformed into power, even into great power. In this quarter, if anywhere, Wagner's influence has really been beneficial. Never before has there been so much thinking, willing, and industry in this sphere. Wagner endowed all these artists with a new conscience: what they now exact and obtain from themselves, they had never extracted before Wagner's time—before then they had been too modest. Another spirit prevails on the stage since Wagner rules there: the most difficult things are expected, blame is severe, praise very scarce—the good and the excellent have become the rule. Taste is no longer necessary, nor even is a good voice. Wagner is sung only with ruined voices: this has a more "dramatic" effect. Even talent is out of the question. Expressiveness at all costs, which is what the Wagnerian ideal—the ideal of décadence—demands, is hardly compatible with talent. All that is required for this is virtue—that is to say, training, automatism, "self-denial." Neither taste, voices, nor gifts: Wagner's stage requires one thing only—Teutons! ... Definition of the Teuton: obedience and long legs ... It is full of profound significance that the arrival of Wagner coincides in time with the arrival of the "Reich": both actualities prove the very same thing: obedience and long legs.— Never has obedience been better, never has commanding. Wagnerian conductors in particular are worthy of an age that posterity will call one day, with awed respect, the classical age of war. Wagner understood how to command; in this, too, he was the great teacher. He commanded as the inexorable will to himself, as lifelong self-discipline: Wagner who furnishes perhaps the greatest example of self-violation in the history of art (—even Alfieri, who in other respects is his next-of-kin, is outdone by him. The note of a Torinese). 12 The insight that our actors are more deserving of admiration than ever does not imply that they are any less dangerous ... But who could still doubt what I want,—what are the three demands for which my my love of art has compelled me?

They apply this to all forms of energy—mental, emotional, spiritual, and physical—and offer up some very practical routines you can immediately install into your working life. For example, they tell us that since the human body is designed to work most effectively in ninety-minute increments, you should discipline yourself to get up after an hour and a half’s work and walk around, breathe deeply, take a break. No matter how engaged you are in finishing a project or writing an e-mail, when the ninety-minute bell sounds, stop your work, walk around, breathe deeply, take a break. I’ve found this to be extremely valuable advice. In fact, I am trying to discipline myself to write this book as a series of sprints. I don’t know if it will make the book any better, but it sure seems to leave me with more energy at the end of the day.

Correlation is enough,” 2 then-Wired editor in chief Chris Anderson famously declared in 2008. We can, he implied, solve innovation problems by the sheer brute force of the data deluge. Ever since Michael Lewis chronicled the Oakland A’s unlikely success in Moneyball (who knew on-base percentage was a better indicator of offensive success than batting averages?), organizations have been trying to find the Moneyball equivalent of customer data that will lead to innovation success. Yet few have. Innovation processes in many companies are structured and disciplined, and the talent applying them is highly skilled. There are careful stage-gates, rapid iterations, and checks and balances built into most organizations’ innovation processes. Risks are carefully calculated and mitigated. Principles like six-sigma have pervaded innovation process design so we now have precise measurements and strict requirements for new products to meet at each stage of their development. From the outside, it looks like companies have mastered an awfully precise, scientific process. But for most of them, innovation is still painfully hit or miss. And worst of all, all this activity gives the illusion of progress, without actually causing it. Companies are spending exponentially more to achieve only modest incremental innovations while completely missing the mark on the breakthrough innovations critical to long-term, sustainable growth. As Yogi Berra famously observed: “We’re lost, but we’re making good time!” What’s gone so wrong? Here is the fundamental problem: the masses and masses of data that companies accumulate are not organized in a way that enables them to reliably predict which ideas will succeed. Instead the data is along the lines of “this customer looks like that one,” “this product has similar performance attributes as that one,” and “these people behaved the same way in the past,” or “68 percent of customers say they prefer version A over version B.” None of that data, however, actually tells you why customers make the choices that they do.

hose watching Isabella process through the cold streets of Segovia could not know that they were witnessing the first steps of a queen destined to become the most powerful woman Europe had seen since Roman times. ‘This queen of Spain, called Isabella, has had no equal on this earth for 500 years,’ one awestruck visitor from northern Europe would eventually proclaim, admiring the fear and loyalty she provoked among the lowliest of Castilians and the mightiest of Grandees.4 This was not hyperbole. Europe had limited experience of queens regnant, and even less of successful ones. Few of those who followed Isabella have had such a lasting impact. Only Elizabeth I of England, Archduchess María Theresa of Austria, Russia’s Catherine the Great (outshining a formidable predecessor, the Empress Elizabeth) and Britain’s Queen Victoria can rival her, each in their own era. All faced the challenges of being a female ruler in an otherwise overwhelmingly male-dominated world and all had long, transformative reigns, leaving legacies that would be felt for centuries. All faced the challenges of being a female ruler in an otherwise overwhelmingly male-dominated world and all had long, transformative reigns, leaving Only Isabella did this by leading a country as it emerged from the troubled late middle ages, harnessing the ideas and tools of the early Renaissance to start transforming a fractious, ill-disciplined nation into a European powerhouse with a clear-minded and ambitious monarchy at its centre. She was, in other words, the first in that still-small club of great European queens. To some she remains the greatest.

There is an ongoing debate in the political, scientific, and business worlds about whether to focus on the bold leaps that lead to new conceptual terrain, or on the marginal gains that help to optimize one’s existing fundamental assumptions. Is it about testing small assumptions or big ones; is it about transforming the world or tweaking it; is it about considering the big picture (the so-called gestalt) or the fine detail (the margins)? The simple answer, however, is that it has to be both. At the level of the system and, increasingly, at the level of the organization, success is about developing the capacity to think big and small, to be both imaginative and disciplined, to immerse oneself in the minutiae of a problem and to stand beyond it in order to glimpse the wider vista.

Passion leads to commitment, which breeds discipline and study, which ultimately leads to success.

Everything you do, every decision you make, is either building your dream or building someone else’s dream. Every single thing you do is either leading you away from the masses—or leading you away with the masses. Every single thing you do is a slight edge decision.

Nero believes that risk-conscious hard work and discipline can lead someone to achieve a comfortable life with a very high probability. Beyond that, it is all randomness: either by taking enormous (and unconscious) risks, or by being extraordinarily lucky. Mild success can be explainable by skills and labor. Wild success is attributable to variance.

Lead measures are quite different in that they are the measures of the most high-impact things your team must do to reach the goal. In essence, they measure the new behaviors that will drive success on the lag measures,

Now consider this. A small number of invertebrate species, a mere 2 percent of all species of insects, is capable of social behaviors that do rival in complexity many human social achievements. Ants, bees, wasps, and termites are the prominent examples.10 Their genetically set and inflexible routines enable the survival of the group. They divide labor intelligently within the group to deal with the problems of finding energy sources, transform them into products useful for their lives, and manage the flow of those products. They do so to the point of changing the number of workers assigned to specific jobs depending on the energy sources available. They act in a seemingly altruistic manner whenever sacrifice is needed. In their colonies, they build nests that constitute remarkable urban architectural projects and provide efficient shelter, traffic patterns, and even systems of ventilation and waste removal, not to mention a security guard for the queen. One almost expects them to have harnessed fire and invented the wheel. Their zeal and discipline put to shame, any day, the governments of our leading democracies. These creatures acquired their complex social behaviors from their biology, not from Montessori schools or Ivy League colleges. But in spite of having come by these astounding abilities as early as 100 million years ago, ants and bees, individually or as colonies, do not grieve for the loss of their mates when they disappear and do not ask themselves about their place in the universe. They do not inquire about their origin, let alone their destiny. Their seemingly responsible, socially successful behavior is not guided by a sense of responsibility, to themselves or to others, or by a corpus of philosophical reflections on the condition of being an insect. It is guided by the gravitational pull of their life regulation needs as it acts on their nervous systems and produces certain repertoires of behavior selected over numerous evolving generations, under the control of their fine-tuned genomes. Members of a colony do not think as much as they act, by which I mean that upon registering a particular need—theirs, or the group’s, or the queen’s—they do not ponder alternatives for how to fulfill such a need in any way comparable to ours. They simply fulfill it. Their repertoire of actions is limited, and in many instances it is confined to one option. The general schema of their elaborate sociality does resemble that of human cultures, but it is a fixed schema. E. O. Wilson

He held many of them in his arms as they whispered their final words and breathed their last breaths. The pages of his book and journals reveal a profound sense of caring and humanity, a deep responsibility for those he was destined to lead. The dedication he wrote at the beginning of his book offers insight into the man, and it seems fitting to close this book with that same dedication, to serve as a reminder of what grace looks like: To the Lady Franklin Bay Expedition These volumes are dedicated: To its dead who suffered much— To its living who suffered more. Their energy accomplished Farthest North Their fidelity wrought out success; Their courage faced death undauntedly; Their loyalty and discipline in all the dark days Ensured that this record Of their services should be given to the world.

anything to regret.”[11] In short, imagine it’s your last year of life, as well as of work. On the Sunday afternoon before the first day of each month, contemplate these questions: If I had one year left in my career and my life, how would I structure this coming month? What would be on my to-do list? What would I choose not to worry about? I am willing to guess that “taking an extra work trip at the expense of seeing my spouse” and “staying late to impress the boss” are not items that will be on your schedule. More likely, “take a weekend away” and “call my friend” will show up instead. This discipline helps us work on mindfulness—living in the present as opposed to the past or future—which studies consistently find leads us to be happier people. But it also helps

remember that your mental attitude is something you control outright, and you must use self-discipline until you create a thought pattern, or thought habits, that keep your mental attitude positive at all times. Your mental attitude is important because it acts as a magnet, which attracts to you everything, every circumstance, which makes you what you are and where you are. If you wish to keep on the beam that leads to success, be sure that you give cosmic habit force a thought pattern based on the things you want most in life, and it will do the rest

It's so easy to get trapped in the notion that success means having every action regulated and planned, but the truth is far simpler. All you need is enough discipline to develop habits that lead to effortless success!

looking grey and tired, first to arrive and last to leave, if you repeatedly miss family events, lose your good humour and your perspective, your staff will think that’s what you expect of them too, no matter what you say. Lead by example. Decide, right now, that you’re going to work hard and to have a good life.

Global Talent Visa programs around the world: Opportunities similar to Australia's Global Talent Visa Many countries have created programs like Australia's Global Talent Visa as they compete for the best talent to drive economic growth and innovation. These initiatives seek to attract highly skilled workers from a range of industries and provide them with opportunities to live and work in a foreign country. This blog will explore a number of nations with comparable visa policies and highlight their distinctive features, benefits and application procedures if you are considering opportunities outside of Australia. 1. United Kingdom: Global Talent Visa People who have been recognized as leaders or have the potential to be leaders in disciplines like science, engineering, the humanities, medicine, digital technology, and the arts are eligible for the UK Global Talent Visa. Compared to other visa categories, this one has less limits on the successful applicant's ability to live and work in the UK. Key Features: Endorsement required: Applicants must secure endorsement from a recognized body in their field such as UK Research and Innovation or the Royal Society. Flexible work options: Visa holders can work for themselves, start a business or work for any employer in the UK. Processing Path: After three years (or two years for exceptional talent), visa holders can apply for indefinite leave to remain leading to permanent residence. Application process: Get support: Gather evidence of your achievements and submit your application to the approving body. Submitting your visa application: Once confirmed, complete your visa application online and provide the necessary documentation. 2. Canada: Global Talent Stream The Global Talent Stream is part of Canada's Temporary Foreign Worker Program, which aims to attract highly skilled talent in specific occupations. This program is especially beneficial for technology companies that want to hire specialized workers quickly. Key Features: Two categories: Category A: For employers who have been referred by a Designated Partner and are hiring unique talent. Category B: For employers looking to fill positions in high-demand occupations on Canada's Global Talent Occupations List. Expedited processing: Applications are processed within two weeks, making it an attractive option for businesses. Application process: Employer application: Employers must apply for a labor market benefits plan and demonstrate that they need a foreign worker. Worker Application: Once approved, the foreign worker can apply for a work permit. 3. United States of America: Employment-Based Immigration (EB-2 and EB-1 Visas) In the US, the EB-2 and EB-1 visas are for highly skilled individuals. The EB-1 visa is for individuals with exceptional ability, while the EB-2 is for individuals with advanced education or exceptional ability. Key Features: EB-1 Visa: Does not require a job offer, allows self-petition for individuals with exceptional ability in their field. EB-2 Visa: Requires a job offer, but individuals with exceptional ability can apply for a National Interest Waiver (NIW), which allows them to submit their own application. Permanent Residency: Both types of visas provide a pathway to permanent residence in the US. Application process: Eligibility Determination: Assess which visa category you are eligible for based on your qualifications and achievements. File Petition: Submit Form I-140 for EB-1 or EB-2, including supporting documentation. Apply for adjustment of status: If you are already in the US, you can apply for adjustment of status to become a permanent resident. 4. Germany: EU Blue Card The German EU Blue Card is designed to attract highly skilled workers from countries outside the European Union. This program aims to fill labor shortages in specific sectors and provides an attractive option for professionals who want to work in Germany.

The critical father. Many children grow up to hate their fathers (or mothers) because of negativity in the home. While parents must discipline their children in order to steer them in the right moral direction, a father who constantly berates his son or daughter will severely impair that child’s success. This type of parent is often found in legalistic religious homes. Strict discipline imposed without a demonstration of tender love can turn a child away from faith.

Rather than trusting God, many will doggedly hold onto the belief that there is a divinely-designed formula or biblical methodology that can ensure their child’s salvation, and then guarantee the child’s sanctification. That debatable belief often leads to finding special methods in Scripture that come with a promise of success. Soon, though, the parents are no longer trusting God, because they no longer need to—they are trusting the methods instead. Those methods, then, can too easily become rules, and then legalism, and then a reliance on works that replaces a life of faith.

Occasionally, even today, you come across certain people who seem to possess an impressive inner cohesion. They are not leading fragmented, scattershot lives. They have achieved inner integration. They are calm, settled, and rooted. They are not blown off course by storms. They don't crumble in adversity. Their minds are consistent and their hearts are dependable. Their virtues are not the blooming virtues you see in smart college students; they are the ripening virtues you see in people who have lived a little and have learned from joy and pain. Sometimes you don't even notice these people, because while they seem kind and cheerful, they are also reserved. They possess the self- effacing virtues of people who are inclined to be useful but don't need to prove anything to the world: humility, restraint, reticence, temperance, respect, and soft self-discipline. They radiate a sort of moral joy. They answer softly when challenged harshly. They are silent when unfairly abused. They are dignified when others try to humiliate them, restrained when others try to provoke them. But they get things done. They perform acts of sacrificial service with the same modest everyday spirit they would display if they were just getting the groceries. They are not thinking about what impressive work they are doing. They are not thinking about themselves at all. They just seem delighted by the flawed people around them. They just recognize what needs doing and they do it. They make you feel funnier and smarter when you speak with them. They move through different social classes not even aware, it seems, that they are doing so. After you've known them for a while it occurs to you that you've never heard them boast, you've never seen them self-righteous or doggedly certain. They aren't dropping little hints of their own distinctiveness and accomplishments. They have not led lives of conflict-free tranquillity, but have struggled toward maturity. They have gone some way toward solving life's essential problem, which is that, as Aleksandr Solzhenitsyn put it, 'the line separating good and evil passes not through states, nor between classes, nor between political parties either—but right through every human heart.' These are the people who have built a strong inner character, who have achieved a certain depth. In these people, at the end of this struggle, the climb to success has surrendered to the struggle to deepen the soul. After a life of seeking balance, Adam I bows down before Adam II. These are the people we are looking for.

All modern manufacturing disciplines have roots in preindustry except software, whose unique medium appeared well after industrialization was a fait accompli. Only programming comes directly from academia, where there are no time limits on research, student power is dirt cheap, profit is against the rules, and a failing program can be considered a very successful experiment. It's not a coincidence that Microsoft, IBM, Oracle, and other leading software companies reside in "campuses." Universities never have to make money, hit deadlines, or build desirable, useful products.

It’s interesting that wealth tends to skip a generation. Overwhelming abundance often leads to a lackadaisical mentality, which brings about a sedentary lifestyle. Children of the wealthy are especially susceptible. They weren’t the ones who developed the discipline and character to create the wealth in the first place, so it makes sense that they may not have the same sense of value for wealth or understand what’s necessary to keep it. We frequently see this entitlement mentality in children of royalty, movie stars, and corporate executives—and to a lesser degree, in children and adults everywhere. As a nation, our entire populace seems to have lost appreciation for the value of a strong work ethic. We’ve had two, if not three, generations of Americans who have known great prosperity, wealth, and ease. Our expectations of what it really takes to create lasting success—things like grit, hard work, and fortitude—aren’t alluring, and thus have been mostly forgotten. We’ve lost respect for the strife and struggle of our forefathers. The massive effort they put forth instilled discipline, chiseled their character, and stoked the spirit to brave new frontiers. The truth is, complacency has impacted all great empires, including, but not limited to, the Egyptians, Greeks, Romans, Spanish, Portuguese, French, and English. Why? Because nothing fails like success. Once-dominant empires have failed for this very reason. People get to a certain level of success and get too comfortable.

Whatever strategy you’re pursuing, your progress and your success will be based on two kinds of measures: lag and lead.

Success is nothing more than a few simple disciplines, practiced every day; while failure is simply a few errors in judgment, repeated every day. It is the accumulative weight of our disciplines and our judgments that leads us to either fortune or failure.

Learned Optimism: Expecting a Positive Outcome In Learned Optimism, Martin Seligman provides information that has tremendous implications for teams that want to develop the persistence to achieve their business goals. Optimistic team members believe they will be successful and believe they are responsible for their success. Pessimistic team members do not believe they will be successful and believe that nothing they do will improve their results. For these reasons, optimistic team members are resilient and will persist when things get tough, while pessimistic team members give up. Seligman led a research team that demonstrated that optimism and helplessness are learned. His work suggests that when team members decide that nothing they do matters, they feel helpless and will do little to improve their situation. The good news that came from discovering that helplessness can be learned is the revelation that optimism can also be learned. Of particular importance is how team members explain setbacks to themselves. Optimistic team members explain setbacks as temporary, specific, and, where appropriate, externally caused. They do not view the event as long-lasting or permanent. They believe that the event is a temporary setback that can be corrected and refuse to consider it a catastrophe. For them, it is a single event with a specific negative impact. Finally, they only own the result if they should. Optimistic team members don't own the negative returns if the market goes down. Pessimistic team members are on the other end of the continuum. They explain setbacks as permanent, pervasive, and personal. They believe the negative setback is long-lasting. They globalize the setback and believe “all hell is breaking loose.” Pessimistic team members also believe that they are responsible for the setback even when they are not. To make matters worse, pessimistic team members tend to play the setback over and over again in their minds. Because we tend to move toward those things we think about, this ruminating can lead to a self-fulfilling prophecy. Teams reflect the attitudes of the individual team members. If team members explain setbacks as temporary, specific, and (where appropriate) externally caused, the team will be optimistic about their future success and will continue to persist. However, if as a group a team tends to explain setbacks as permanent, pervasive, and caused by the team members, the team will develop a pessimistic explanatory style and will quit, giving up on their goals. What seems to be of lesser importance in developing team persistence is how teams and their members explain successes to themselves. It is interesting that explanatory styles are completely turned around when they experience success. Optimistic teams explain the success as permanent, pervasive, and personally caused. Pessimistic teams explain successes as temporary, specific, and externally caused.

Hard work and discipline lead to economic success. Government handouts and unsupervised policies of pity only rob people of incentive. If tax money continues to be wasted, it becomes morally wrong for our government to confiscate huge percentages of income and property from Americans, even if they are wealthy.

Success is processional. It’s the result of a series of small disciplines that lead us into habitual patterns of success that no longer require consistent will or effort.

Leadership Leadership has a lot more to it than simply telling people what to do, keeping track of efforts, penalizing those who are late or who disrupt, and hiring / firing. Great leaders are also great workers with a level of competence and confidence learned on the job that others accept and are willing to follow. These leaders are good at working with themselves, they have developed discipline, an ability to delay gratification, curiosity as to why people think or do things the way they do, and are open minded and accepting of change. Just look at any sports team, military unit or successful company and you will read or hear about all the leaders that make up the company. Most frequently these leaders are not the ones with a title, but the ones who make the place run through their efforts, focus, determination and ability to overcome obstacles. It is from these ranks that titles are granted and rewards given. These people have proven that they can lead by example, are able to shoulder the load and have what it takes to lead others, helping them grow just as they were helped on their way. My book entitled YOU Working With YOU is all about you, helping you to become the leader that you are capable of becoming. Just showing up to work might keep you employed, stepping up and leading by example is what others will notice and align with.

Principle #5: Discipline: Without Discipline, Nothing Is Possible Discipline is the bridge between employment and unemployment, between underemployment and meaningful employment. Discipline means doing those things that others aren’t willing to do and hanging in there long after everyone else has let go. Discipline is the foundation upon which all success is attained. An abundance of discipline leads to an abundance of job offers! In reality, you have one of two life-changing choices to make: to employ discipline today to achieve your job objectives or neglect to employ discipline at the expense of your goals.

If we will be free indeed from the power of sinful anger, we must make a deliberate choice to continue learning and obeying God's Word; for it contains God's truth, which is our road map that leads to freedom from enslaving sin. Apart from the Word of God, we cannot and we will not grow or survive spiritually. Virtually every success in the Christian life can be traced back to knowing the Word of God; for it is the foundation on which every doctrine, every blessing, and every Christian discipline is established.

(Be a Servant Leader: Mt 20:26-28; Lk 9:46-48; 22:24-27; Jn 12:24) Christ has given to every man his work, and we are to acknowledge the wisdom of the plan He has made for us by a hearty cooperation with Him. It is in a life of service only that true happiness is found. He who lives a useless, selfish life is miserable. He is dissatisfied with himself and with everyone else. True, unselfish, consecrated workers gladly use their highest gifts in the lowliest service. They realize that true service means to see and to perform the duties that God points out. There are many who are not satisfied with the work that God has given them. They are not satisfied to serve Him pleasantly in the place that He has marked out for them, or to do uncomplainingly the work that He has placed in their hands. It is right for us to be dissatisfied with the way in which we perform duty, but we are not to be dissatisfied with the duty itself, because we would rather do something else. In His providence God places before human beings service that will be as medicine to their diseased minds. Thus He seeks to lead them to put aside the selfish preferences which, if cherished, would disqualify them for the work He has for them. If they accept and perform this service, their minds will be cured. But if they refuse it, they will be left at strife with themselves and with others. The Lord disciplines His workers, so that they will be prepared to fill the places appointed them. He desires to mold their minds in accordance with His will. For this purpose He brings to them test and trial. Some He places where relaxed discipline and over-indulgence will not become their snare, where they are taught to appreciate the value of time, and to make the best and wisest use of it. There are some who desire to be a ruling power, and who need the sanctification of submission. God brings about a change in their lives, and perhaps places before them duties that they would not choose. If they are willing to be guided by Him, He will give them grace and strength to perform the objectionable duties in a spirit of submission and helpfulness. They are being qualified to fill places where their disciplined abilities will make them of the greatest service. Some God trains by bringing to them disappointment and apparent failure. It is His purpose that they shall learn to master difficulty. He inspires them with a determination to make every apparent failure prove a success. Often men pray and weep because of the perplexities and obstacles that confront them. But if they will hold the beginning of their confidence steadfast unto the end, He will make their way clear. Success will come to them as they struggle against apparently insurmountable difficulties; and with success will come the greatest joy. Many are ignorant of how to work for God, not because they need to be ignorant, but because they are not willing to submit to His training process. -8MR 422, 423 • TMK 44-The Pattern Man; UL 62-A Living Connection With the Living God

Discipline #2: Act on the Lead Measures

There is this pervasive idea that the successful person is the “disciplined person” who leads a “disciplined life.” It’s a lie. The truth is we don’t need any more discipline than we already have. We just need to direct and manage it a little better.

Discipline created vigilance and operational readiness, which translated to high performance and success on the battlefield.

Success may create excitement, but only significance leads to fulfilment.

Entrepreneurs have been trying to fit the square peg of their unique problems into the round hole of general management for decades. As a result, many entrepreneurs take a “just do it” attitude, avoiding all forms of management, process, and discipline. Unfortunately, this approach leads to chaos more often than it does to success. I should know: my first startup failures were all of this kind.

What lies at the core of my desire to make a change? What is the result that I want to achieve? Why do I want to achieve this result? What does this situation look like if I successfully make the change I’m considering? What does this situation look like if I do nothing? What benefits will I enjoy if I make this change? Do they outweigh the costs of pursuing it? What consequences will I suffer if I do nothing? Do they outweigh my sacrifices if I decide to move forward? Am I excited by the outcome I envision? Does the expected result align with my values, convictions, and ideal self-image?

Flawed efforts can still lead to success, and perfect efforts can still result in failure. Therefore, it’s important to detach your performance from outcomes because that will prevent you from reinforcing the wrong techniques. You’ll learn and develop new skills more efficiently if you’re able to recognize the things you did well in your process, regardless of whether or not it leads to the desired outcome in each particular case.

Darla, a third grader, was overweight, awkward, and a “crybaby.” She was such a prime target that half of the class bullied her, hitting her and calling her names on a daily basis—and winning one another’s approval for it. Several years later, because of Davis’s program, the bullying had stopped. Darla had learned better social skills and even had friends. Then Darla went to middle school and, after a year, came back to report what had happened. Her classmates from elementary school had seen her through. They’d helped her make friends and protected her from her new peers when they wanted to harass her. Davis also gets the bullies changing. In fact, some of the kids who rushed to Darla’s support in middle school were the same ones who had bullied her earlier. What Davis does is this. First, while enforcing consistent discipline, he doesn’t judge the bully as a person. No criticism is directed at traits. Instead, he makes them feel liked and welcome at school every day. Then he praises every step in the right direction. But again, he does not praise the person; he praises their effort. “I notice that you have been staying out of fights. That tells me you are working on getting along with people.” You can see that Davis is leading students directly to the growth mindset. He is helping them see their actions as part of an effort to improve. Even if the change was not intentional on the part of the bullies, they may now try to make it so.

Only through the consistent application of discipline can we prevent the negative tendencies of life from destroying our plans. With the passing of a little time and the attainment of a little success, we can become careless. That is why those in pursuit of the good life must develop a new sense of appreciation for discipline, and become aware of all that they can do and all that they can have. What each of us can do is remarkable. People can do the most amazing things, once they have made the decision to tackle the disciplines that lead to a new philosophy, a new attitude, and a new and intense level of activity. What people will do, however, is sometimes disappointing.

Discipline is doing what you are supposed to do in the best possible manner at the time you are supposed to do it.

Satori, as we know, is not the crowning of an ultimate success but of an ultimate defeat. The consciousness of always having been free appears in us when we have exhausted all the attempts, all the training, that we believe may be capable of liberating us. If the disciplines could not be paths resulting in satori, that does not mean that they may not be paths to be followed; they are paths leading to blind-alleys, all leading to a unique and ultimate blind-alley; but they are to be followed just because satori cannot be obtained unless we have come up against the end of this last blind alley. They are to be followed with the theoretical understanding that they lead nowhere, so that experience may transform this theoretical understanding into total understanding, into this clear vision which is the arrival in the blind-alley and which lays us open to satori.1

We found instead that two-pizza teams could also operate successfully in a matrix organization model, where each team member would have a solid-line reporting relationship to a functional manager who matched their job description—for example, director of software development or director of product management—and a dotted-line reporting relationship to their two-pizza manager. This meant that individual two-pizza team managers could lead successfully even without expertise in every single discipline required on their team. This functional matrix ultimately became the most common structure, though each two-pizza team still devised its own strategies for choosing and prioritizing its projects.

In the preceding discipline, I argued that for an individual focused on deep work, hours spent working deeply should be the lead measure. It follows, therefore, that the individual’s scoreboard should be a physical artifact in the workspace that displays the individual’s current deep work hour count.

Oh creator of all things, help me. For this day I go out into the world naked and alone, and without your hand to guide me I will wander far from the path which leads to success and happiness. I ask not for gold or garments or even opportunities equal to my ability; instead, guide me so that I may acquire ability equal to my opportunities. You have taught the lion and the eagle how to hunt and prosper with teeth and claw. Teach me how to hunt with words and prosper with love so that I may be a lion among men and an eagle in the market place. Help me to remain humble through obstacles and failures; yet hide not from mine eyes the prize that will come with victory. Assign me tasks to which others have failed; yet guide me to pluck the seeds of success from their failures. Confront me with fears that will temper my spirit; yet endow me with courage to laugh at my misgivings. Spare me sufficient days to reach my goals; yet help me to live this day as though it be my last. Guide me in my words that they may bear fruit; yet silence me from gossip that none be maligned. Discipline me in the habit of trying and trying again; yet show me the way to make use of the law of averages. Favor me with alertness to recognize opportunity; yet endow me with patience which will concentrate my strength. Bathe me in good habits that the bad ones may drown; yet grant me compassion for weaknesses in others. Suffer me to know that all things shall pass; yet help me to count my blessings of today. Expose me to hate so it not be a stranger; yet fill my cup with love to turn strangers into friends. But all these things be only if thy will. I am a small and a lonely grape clutching the vine yet thou hast made me different from all others. Verily, there must be a special place for me. Guide me. Help me. Show me the way. Let me become all you planned for me when my seed was planted and selected by you to sprout in the vineyard of the world. Help this humble salesman. Guide me, God.

When things go haywire, when challenges skyrocket, and when everything seems out of reach, that may be the right time to take a short pause and observe more deeply. Intense vigilance has tremendous power; increase your level of it. Perceive more. Observe more. Discern more. Your penetrating observations will lead you toward peace, success, and happiness.

Learn the art of patience. Apply discipline to your thoughts when they become anxious over the outcome of a goal. Impatience breeds anxiety, fear, discouragement and failure. Patience creates confidence, decisiveness, and a rational outlook, which eventually leads to success.

This discipline helps us work on mindfulness—living in the present as opposed to the past or future—which studies consistently find leads us to be happier people. But it also helps us to make the decisions that truly expose our best selves.

Mission planning played an integral part in our success on the battlefield. The right process mattered. Disciplined planning procedures mattered. Without them, we would have never been successful.

However, the needs of children were, are, and will be irreducible. They need to be unconditionally loved, allowed to have an active and curious childhood, encouraged to challenge themselves, disciplined when necessary, and valued for the unique set of skills, interests, and capacities they bring to this world. If we can return to these essentials of healthy child development, then more than any tutor, prep class, or prestige college can do, we will have prepared our children to lead satisfying, meaningful, and authentically successful lives.

Do not judge your trading strategy based upon one trade. Executing your plan, and being disciplined, will lead to long-term success.

Laszlo Bock, Work Rules (New York: Grand Central Publishing, 2015) David Brooks, The Social Animal (New York: Random House, 2011) Arie de Geus, The Living Company (Boston, MA: Harvard Business Review Press, 2002) Angela Duckworth, Grit: The Power of Perseverance and Passion (New York: Scribner, 2016) Charles Duhigg, The Power of Habit: Why We Do What We Do in Life and Business (New York: Random House, 2012) Amy Edmondson, Teaming: How Organizations Learn, Innovate, and Compete in the Knowledge Economy (San Francisco: Jossey-Bass Pfeiffer, 2012) Adam Grant, Give and Take (New York: Viking, 2013) Richard Hackman, Leading Teams (Boston, MA: Harvard Business Review Press, 2002) Chip and Dan Heath, Switch: How to Change Things When Change is Hard (New York: Broadway Books, 2010) Sebastian Junger, Tribe: On Homecoming and Belonging (New York: HarperCollins, 2016) James Kerr, Legacy (London: Constable & Robinson, 2013) Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable (San Francisco: Jossey-Bass, 2002) Stanley McChrystal, Team of Teams: New Rules of Engagement for a Complex World (New York: Portfolio, 2015). Mark Pagel, Wired for Culture (New York: W. W. Norton & Company, 2012) Daniel Pink, Drive: The Surprising Truth About What Motivates Us (New York: Riverhead Books, 2009) Amanda Ripley, The Smartest Kids in the World: And How They Got That Way (New York: Simon & Schuster, 2013) Edgar H. Schein, Helping (Oakland, CA: Berrett-Koehler Publishers, 2009) Edgar H. Schein, Humble Inquiry (Oakland, CA: Berrett-Koehler Publishers, 2013) Peter M. Senge, The Fifth Discipline (New York: Doubleday Business, 1990) Michael Tomasello, Why We Cooperate (Cambridge, MA: MIT Press, 2009)

Discipline committed leads to goals achieved and success sustained.

Success is nothing more than a few simple disciplines, practiced every day; while failure is simply a few errors in judgment, repeated every day. It is the accumulative weight of our disciplines and our judgments that leads us either to fortune or failure. — Jim Rohn

It leads to what I call “the paradox of success,”2 which can be summed up in four predictable phases: PHASE 1: When we really have clarity of purpose, it enables us to succeed at our endeavor. PHASE 2: When we have success, we gain a reputation as a “go to” person. We become “good old [insert name],” who is always there when you need him, and we are presented with increased options and opportunities. PHASE 3: When we have increased options and opportunities, which is actually code for demands upon our time and energies, it leads to diffused efforts. We get spread thinner and thinner. PHASE 4: We become distracted from what would otherwise be our highest level of contribution. The effect of our success has been to undermine the very clarity that led to our success in the first place.

Without recognizing the belief behind the behavior, some adults react to the behavior with some kind of punishment, such as blaming, shaming, or inflicting physical pain. This kind of response only confirms a student’s belief that he or she doesn’t belong, creating a vicious cycle that leads to more misbehavior. In this cycle the student’s deep need for belonging, contribution, and skills is not being addressed at all.

Strong enough to be weak Successful enough to fail Busy enough to make time Wise enough to say "I don't know" Serious enough to laugh Rich enough to be poor Right enough to say "I'm wrong" Compassionate enough to discipline Mature enough to be childlike Important enough to be last Planned enough to be spontaneous Controlled enough to be flexible Free enough to endure captivity Knowledgeable enough to ask questions Loving enough to be angry Great enough to be anonymous Responsible enough to play Assured enough to be rejected Victorious enough to lose Industrious enough to relax Leading enough to serve Poem by Brewer, as cited by Hansel, in Holy Sweat, Dallas Texas, Word, 1987. (p. 29)

Being successful requires traveling down a difficult road, one where hard work is required at every turn. Self-discipline is what's needed to get you to the finish line at the end of that road.

Discipline #2: Act on the Lead Measures Once you’ve identified a wildly important goal, you need to measure your success. In 4DX, there are two types of metrics for this purpose: lag measures and lead measures. Lag measures describe the thing you’re ultimately trying to improve. For example, if your goal is to increase customer satisfaction in your bakery, then the relevant lag measure is your customer satisfaction scores. As the 4DX authors explain, the problem with lag measures is that they come too late to change your behavior: “When you receive them, the performance that drove them is already in the past.” Lead measures, on the other hand, “measure the new behaviors that will drive success on the lag measures.” In the bakery example, a good lead measure might be the number of customers who receive free samples. This is a number you can directly increase by giving out more samples. As you increase this number, your lag measures will likely eventually improve as well. In other words, lead measures turn your attention to improving the behaviors you directly control in the near future that will then have a positive impact on your long-term goals.

Occasionally, even today, you come across certain people who seem to possess an impressive inner cohesion. They are not leading fragmented, scattershot lives. They have achieved inner integration. They are calm, settled, and rooted. They are not blown off course by storms. They don’t crumble in adversity. Their minds are consistent and their hearts are dependable. Their virtues are not the blooming virtues you see in smart college students; they are the ripening virtues you see in people who have lived a little and have learned from joy and pain. Sometimes you don’t even notice these people, because while they seem kind and cheerful, they are also reserved. They possess the self-effacing virtues of people who are inclined to be useful but don’t need to prove anything to the world: humility, restraint, reticence, temperance, respect, and soft self-discipline. They radiate a sort of moral joy. They answer softly when challenged harshly. They are silent when unfairly abused. They are dignified when others try to humiliate them, restrained when others try to provoke them. But they get things done. They perform acts of sacrificial service with the same modest everyday spirit they would display if they were just getting the groceries. They are not thinking about what impressive work they are doing. They are not thinking about themselves at all. They just seem delighted by the flawed people around them. They just recognize what needs doing and they do it. They make you feel funnier and smarter when you speak with them. They move through different social classes not even aware, it seems, that they are doing so. After you’ve known them for a while it occurs to you that you’ve never heard them boast, you’ve never seen them self-righteous or doggedly certain. They aren’t dropping little hints of their own distinctiveness and accomplishments. They have not led lives of conflict-free tranquillity, but have struggled toward maturity. They have gone some way toward solving life’s essential problem, which is that, as Aleksandr Solzhenitsyn put it, “the line separating good and evil passes not through states, nor between classes, nor between political parties either— but right through every human heart.” These are the people who have built a strong inner character, who have achieved a certain depth. In these people, at the end of this struggle, the climb to success has surrendered to the struggle to deepen the soul. After a life of seeking balance, Adam I bows down before Adam II. These are the people we are looking for.

A good metric changes the way you behave. This is by far the most important criterion for a metric: what will you do differently based on changes in the metric? Drawing a line in the sand is a great way to enforce a disciplined approach. A good metric changes the way you behave precisely because it’s aligned to your goals of keeping users, encouraging word of mouth, acquiring customers efficiently, or generating revenue. Unfortunately, that’s not always how it happens. At one company, Alistair saw a sales executive tie quarterly compensation to the number of deals in the pipeline, rather than to the number of deals closed, or to margin on those sales. Salespeople are coin-operated, so they did what they always do: they followed the money. In this case, that meant a glut of junk leads that took two quarters to clean out of the pipeline—time that would have been far better spent closing qualified prospects. Of course, customer satisfaction or pipeline flow is vital to a successful business. But if you want to change behavior, your metric must be tied to the behavioral change you want. If you measure something and it’s not attached to a goal, in turn changing your behavior, you’re wasting your time. Worse, you may be lying to yourself and fooling yourself into believing that everything is OK. That’s no way to succeed.

There is this pervasive idea that the successful person is the “disciplined person” who leads a “disciplined life.” It’s a lie. The truth is we don’t need any more discipline than we already have.

Principle 1: Leaders Embrace Extreme Ownership. "On any team, in any organization, all responsibility for success and failure rests with the leader. The leader must own everything in his or her world. There is no one else to blame." Principle 2: There Are No Bad Teams, Only Bad Leaders. "When leaders drive their teams to achieve a higher standard of performance, they must recognize that when it comes to standards, as a leader, it’s not what you preach, it’s what you tolerate." Principle 3: Mission Clarity. "Everyone on the team must understand not only what do to, but why." Principle 4: Keep Your Ego in Check. "Ego clouds and disrupts everything: the planning process, the ability to take good advice, and the ability to accept constructive criticism." Principle 5: Teamwork. "Each member of the team is critical to success, though the main effort and supporting efforts must be clearly identified. If the overall team fails, everyone fails, even if a specific member or an element within the team did their job successfully. Pointing fingers and placing blame on others contributes to further dissension between teams and individuals. These individuals and teams must instead find a way to work together, communicate with each other, and mutually support one another. The focus must always be on how to best accomplish the mission." Principle 6: Simplicity and Clarity. "Leaders eliminate complexity in problems and in situations. Leaders bring clarity to a situation. They keep plans simple, clear, and concise." Principle 7: Prioritize and Execute. "Leaders must determine the highest priority task and execute. Prioritize and Execute." Principle 8: Decentralized Command. "Good leaders delegate. They trust their teams to execute. They provide freedom to execute by giving them clarity in the mission and clear boundaries." Principle 9: Manage Up and Manage Down. "As leader, if you don’t understand why decisions are being made, requests denied, or support allocated elsewhere, you must ask those questions up the chain. Then, once understood, you can pass that understanding down to your team." Principle 10: Discipline Equals Freedom.

Principle 1: Leaders Embrace Extreme Ownership. "On any team, in any organization, all responsibility for success and failure rests with the leader. The leader must own everything in his or her world. There is no one else to blame." Principle 2: There Are No Bad Teams, Only Bad Leaders. "When leaders drive their teams to achieve a higher standard of performance, they must recognize that when it comes to standards, as a leader, it’s not what you preach, it’s what you tolerate." Principle 3: Mission Clarity. "Everyone on the team must understand not only what do to, but why." Principle 4: Keep Your Ego in Check. "Ego clouds and disrupts everything: the planning process, the ability to take good advice, and the ability to accept constructive criticism." Principle 5: Teamwork. "Each member of the team is critical to success, though the main effort and supporting efforts must be clearly identified. If the overall team fails, everyone fails, even if a specific member or an element within the team did their job successfully. Pointing fingers and placing blame on others contributes to further dissension between teams and individuals. These individuals and teams must instead find a way to work together, communicate with each other, and mutually support one another. The focus must always be on how to best accomplish the mission." Principle 6: Simplicity and Clarity. "Leaders eliminate complexity in problems and in situations. Leaders bring clarity to a situation. They keep plans simple, clear, and concise." Principle 7: Prioritize and Execute. "Leaders must determine the highest priority task and execute. Prioritize and Execute." Principle 8: Decentralized Command. "Good leaders delegate. They trust their teams to execute. They provide freedom to execute by giving them clarity in the mission and clear boundaries." Principle 9: Manage Up and Manage Down. "As leader, if you don’t understand why decisions are being made, requests denied, or support allocated elsewhere, you must ask those questions up the chain. Then, once understood, you can pass that understanding down to your team." Principle 10: Discipline Equals Freedom.

Much ink has been spilled over whether fascism represented an emergency form of capitalism, a mechanism devised by capitalists by which the fascist state—their agent—disciplined the workforce in a way no traditional dictatorship could do. Today it is quite clear that businessmen often objected to specific aspects of fascist economic policies, sometimes with success. But fascist economic policy responded to political priorities, and not to economic rationale. Both Mussolini and Hitler tended to think that economics was amenable to a ruler’s will. Mussolini returned to the gold standard and revalued the lira at 90 to the British pound in December 1927 for reasons of national prestige, and over the objections of his own finance minister. Fascism was not the first choice of most businessmen, but most of them preferred it to the alternatives that seemed likely in the special conditions of 1922 and 1933—socialism or a dysfunctional market system. So they mostly acquiesced in the formation of a fascist regime and accommodated to its requirements of removing Jews from management and accepting onerous economic controls. In time, most German and Italian businessmen adapted well to working with fascist regimes, at least those gratified by the fruits of rearmament and labor discipline and the considerable role given to them in economic management. Mussolini’s famous corporatist economic organization, in particular, was run in practice by leading businessmen. Peter Hayes puts it succinctly: the Nazi regime and business had “converging but not identical interests.” Areas of agreement included disciplining workers, lucrative armaments contracts, and job-creation stimuli. Important areas of conflict involved government economic controls, limits on trade, and the high cost of autarky—the economic self-sufficiency by which the Nazis hoped to overcome the shortages that had lost Germany World War I. Autarky required costly substitutes—Ersatz— for such previously imported products as oil and rubber. Economic controls damaged smaller companies and those not involved in rearmament. Limits on trade created problems for companies that had formerly derived important profits from exports. The great chemical combine I. G. Farben is an excellent example: before 1933, Farben had prospered in international trade. After 1933, the company’s directors adapted to the regime’s autarky and learned to prosper mightily as the suppliers of German rearmament. The best example of the expense of import substitution was the Hermann Goering Werke, set up to make steel from the inferior ores and brown coal of Silesia. The steel manufacturers were forced to help finance this operation, to which they raised vigorous objections.

There is this pervasive idea that the successful person is the “disciplined person” who leads a “disciplined life.” It’s a lie.

Broadly speaking, there seem to be two methods for developing combat forces-for successfully cajoling or coercing collections of men into engaging in the violent, profane, sacrificial, uncertain, masochistic, and essentially absurd enterprise known as war. The two methods lead to two kinds of warfare, and the distinction can be an important one. Intuitively, it might seem that the easiest (and cheapest) method for recruiting combatants would be to...enlist those who revel in violence and routinely seek it our or who regularly employ it to enrich themselves, or both. We have in civilian life a name for such people-criminals...Violent conflicts in which people like that dominate can be called criminal warfare, a form in which combatants are induced to wreak violence primarily for the fun and material profit they derive from the experience. Criminal armies seem to arise from a couple of processes. Sometimes criminals-robbers, brigands, freebooters, highwaymen, hooligans, thugs, bandits, pirates, gangsters, outlaws-organize or join together in gangs or bands or mafias. When such organizations become big enough, they can look and act a lot like full-blown armies. Or criminal armies can be formed when a ruler needs combatants to prosecute a war and concludes that the employment or impressment of criminals and thugs is the most sensible and direct method for accomplishing this. In this case, criminals and thugs essentially act as mercenaries. It happens, however, that criminals and thugs tend to be undesirable warriors....To begin with, they are often difficult to control. They can be troublemakers: unruly, disobedient, and mutinous, often committing unauthorized crimes while on (or off) duty that can be detrimental or even destructive of military enterprise.... Most importantly, criminals can be disinclined to stand and fight when things become dangerous, and they often simply desert when whim and opportunity coincide. Ordinary crime, after all, preys on the weak-on little old ladies rather than on husky athletes-and criminals often make willing and able executioners of defenseless people. However, if the cops show up they are given to flight. The motto for the criminal, after all, is not a variation of "Semper fi," "All for one and one for all," "Duty, honor, country," "Banzai," or "Remember Pearl Harbor," but "Take the money and run."... These problems with the employment of criminals as combatants have historically led to efforts to recruit ordinary men as combatants-people who, unlike criminals and thugs, commit violence at no other time in their lives.... The result has been the development of disciplined warfare in which men primarily inflict violence not for fun and profit but because their training and indoctrination have instilled in them a need to follow orders; to observe a carefully contrived and tendentious code of honer; to seek glory and reputation in combat; to love, honor, or fear their officers; to believe in a cause; to fear the shame, humiliation, or costs of surrender; or, in particular, to be loyal to, and to deserve the loyalty of, their fellow combatants.

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